Handbook must be

CalChamber's Employee Handbook Creator online tool takes the guesswork out of creating a California employee handbook. Its smart, comprehensive wizard asks a series of questions to help you decide what you want or need in your handbook — to communicate company policies and set expectations. Instructions, explanations, navigation and the wizard are in English for both versions. Employee Handbook Creator Questions and Answers.

Try HRCalifornia for Free ». Sign up for our Free Newsletter ». Follow the instructions below to add a shortcut to a website on the home screen of your iPad, iPhone, or Android devices. Best Practices Establish and record a set of well-designed workplace policies and include them in an up-to-date employee handbook. Reasons for Creating an Employee Handbook You may not realize the need for formal and comprehensive policies and procedures until you encounter an unanticipated problem.

Properly written and communicated policies can help you: Comply with complex federal and state regulations Ensure fair and consistent treatment of employees Avoid misunderstandings that could potentially lead to lawsuits Orient new employees Educate supervisors and managers Establish legal protections Many small- and medium-size companies find effective workforce management challenging.

How to Create an Effective Employee Handbook To prepare an effective employee handbook, you need to understand your current policies both written and oral , past practices and anticipated future needs. Employer Right to Change Handbook California employers have the right to unilaterally change or terminate policies contained in their employee handbooks without having to be concerned about violating an implied contract of employment if they follow certain guidelines.

Mandatory Policies Certain policies are mandatory and must be included in your employee handbook. Additional Information You Must Provide to Employees In addition to the mandatory policies, there is certain information that must be communicated to employees.

Recommended Policies Some of your organization's policies or benefits may not be required by law, but if you offer them, they may bring legal requirements with them. Staying Out of Trouble Although an employee handbook is a powerful tool for avoiding litigation by clarifying and publishing your policies, it can lead to potential lawsuits if not done correctly. Select from more than company policies at your fingertips, including policies that may be required, recommended or optional for your company.

Third, the handbook should certainly include any workplace notices or policies that are required by law, such as those related to the Family and Medical Leave Act FMLA , Consolidated Related Topics Employment Contracts. Smoke-Free Workplace Policy Checklist.

Employee Attendance Sheet. Attendance: Give expectations for attendance including policies for tardiness and leaving early. This is where you let employees know your expectations for contacting the right individual for either situation.

Dress code: Whether your industry requires certain safety gear or you expect formal dress in the office, be clear about your company guidelines. It's helpful to include overall expectations instead of a list of rules. For example, give the guideline that all dress should be clean and neat in appearance. You can further define acceptable dress styles like business casual.

You can also include details about company break rooms with public amenities like water coolers, refrigerators and drink machines. Technology use: Your company should have a policy regulating the appropriate use of technology in the workplace. This can include computers and software, internet and personal technology like cell phones.

It should clearly define how technology is used in the office for both personal and business needs. Drugs use and smoking: In this section, you can also include company policies regarding no-tolerance for drug use as well as guidelines for workers who smoke. Direct employees where to smoke and when while they are on the job.

Your employee handbook must contain certain legal statements to make sure both parties understand their rights in the workplace. Federal and local laws must be addressed as well as clauses about the job and the handbook itself. Family Medical Leave Act FMLA : Every employer must follow federal and state laws regarding leave for childbirth, caring for a family member or personal illness.

Worker's Compensation: Many states require companies to post policies outlining what happens if an employee is hurt on the job. Non-discrimination and equal employment policies: The U. Department of Labor requires employers to affirm that they abide by these guidelines for hiring and ensuring equal treatment in the workplace. Disabilities: Companies should also address how they accommodate people with disabilities in the workplace and in their hiring processes.

Not a contract: It's important to include a clause stating that your employee handbook is not a contract for the employee and the job can be terminated at will by either party.

Subject to change: Your handbook should explain that the policies within the book could be changed by the company at any time. You should also state that you will notify employees of a change in company policy. Employee acknowledgement: Employees need to sign a document digitally or on paper that states they have received and understand the handbook. It should also confirm that they understand they are required to follow the policies in the handbook.

Things you prohibit may not necessarily be illegal behaviors. Equally important in the policy is a complaint procedure with several avenues for reporting issues. The handbook should lay out at least 3 different routes for filing complaints, perhaps to HR, their immediate supervisor, and another management person.

The policy should also make it clear that the company does not retaliate against anyone for filing complaints. Employee classifiers, if applicable. Do you employ regular full-time, regular part-time, seasonal, or per diem types of folks? You may want to address how you view overtime and whether certain employee classifications are allowed to work overtime. I prefer to use the term introductory to describe someone who is new in their role or new in their job with the organization.

They have an introductory period where they learn the job and the company, as opposed to a probationary period. Employee benefits. Hours of work. What are normal working hours?

How do you handle inclement weather?